Maurice Cox gave a keynote presentation on the future of diversity & Inclusion for corporates at the 5th Annual Global Diversity & Inclusion Seminar in Barcelona.

1. Diversity & Inclusion's Next Big Global Act: The Work We'll Need To Do 5 th 5th International Diversity & Inclusion Seminar Barcelona, Spain February 24, 2012 Maurice Cox

2. New Bern NC

5. Perhaps this is the D&I version of half time—we’re not losing the game, but are we winning?

6. “ Because in either the game of life or football the margin for error is so small. I mean one half step too late or to early you don't quite make it. One half second too slow or too fast and you don't quite catch it. The inches we need are everywhere around us. They are in every break of the game every minute, every second .” --Al Pacino in “On Any Given Sunday”

7. Obsolescence and irrelevancy is more prevalent than ever

8. Dictatorships

9. Businesses

10. Technology Society ?

11. For the last 20 years or so, D&I has been trying to get the mix just right, like Noah’s Ark

12. “ It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change.” - Charles Darwin

15. When it comes to CEO's and how they rate D&I, it can be puzzling Source: Confidential

16. Boards of Directors are in the middle Global Board Directors (Men) *Source: Heidrick & Struggles, Women Corporate Directors and Harvard University survey Best practice on corporate governance globally

18. Core HR Practices Does your company include D&I in...? Note: Not all companies provided information for all categories.

20. D&I Items in Organizational Surveys Total # of Items on Survey % of Total Survey Items that are D&I Note: The numbers on these two charts do not correspond to each other.

27. Impact of support for D&I *US Respondents Only Manager Support for D&I Involvement Has Increased from 2004 International Response in 2009 Men: 73% (First year item was asked in PI) Women: 74% PepsiCo Overall (US Only) Women of Color (US) Men of Color (US) White Women (US) White Men (US) 2004 OH 67% 66% 72% 63% 70% 2006 OH 78% 76% 81% 76% 80% 2009 OH 86% 81% 90% 85% 91% Change from 2006 +8 +5 +9 +9 +11 Unfavorable Response to Manager Support * Favorable Response to Manager Support * Company 67% 86% Job & Career 53% 83% Manager Quality 46% 85% Work Environment 55% 79% Compensation & Benefits 49% 73% Overall Satisfaction 59% 86% Turnover Intention 22% 9% Discretionary Effort 89% 94% Accomplishment 62% 86% Favorable (75%+) Neutral (55% to 74%) Unfavorable (<55%)

32. “ We believe Pepsi(Co) could build a distinct advantage over its peers by recognizing the need to create more diversity at every level of the organization (from senior management all the way to salespeople on the front-line).” -- UBS Securities Research Report Wall Street Had A Point of View on diversity at PepsiCo Employee Diversity Creates Competitive Advantage

36. Why Diversity, Why Now “ In the midst of the current recession, many businesses are focusing on what they see as the basics, and diversity simply is not on – or is falling off-their radar screens. But the reality is that diversity and inclusion matter more than ever to future success. Companies are discovering that to best position themselves for the next business cycle, they need to harness the collective power of their people across the broadest spectrum .” Pricewaterhouse Coopers Why Diversity, Why Now

37. Becoming More D&I Fit Collaborate and partner more internally; make D&I part of the company’s top business imperatives Invest in more D&I research—”In God we trust; all others must bring data” If someone calls you to be on a “best list”, hang up the phone. If they persist, tell them you’ll put it to a vote with fellow employees Get laser focused on those things that move the business/culture; D&I work needs to feel like other work inside the company Have a bias for innovation and cultural adaptation. Be more cautious of external activity; exude frugality, unless you’re already at zero

38. Final Thoughts!

39. Thank You